Develop Organisation Development Plan
The assessment task is due on the date specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor. Submit this document with any required evidence attached. See specifications below for details.
The candidate will demonstrate the ability to contribute to the creation of an organisation development plan which ensures that the organisation will become more effective over time in achieving its goals.
This assessment task requires you, in the role of Human Resources Manager of Boutique Build Australia to develop an organisation development plan.You will also be required to and develop a communication/education plan for the upcoming 12 months.
This task will be completed in the simulated work environment at your campus. You may consult with your trainer/assessor if any additional support and guidance is required.
You must:
Your assessor will be looking for your ability to:
Boutique Build Australia was established in 2013 and is a boutique building company based in Sydney that specializes in the design and build of high quality designer homes for the Sydney metropolitan and surrounding areas. The company has been operational for three years and employs approximately 50 staff including the CEO, Operations Manager, Human Resources Manager, Human Resources Officer, Marketing and Sales Manager, Customer Service Team Leaders (2), Customer Service Officers (6), Site Managers (3) and a large team of tradespersons some of whom are employed and some of who are contractors. The company is in a period of expansion and is about to expand into the Brisbane and Sunshine Coast area, as well as the environmentally friendly build market. One of the company’s strategic objectives as documented in its Strategic Plan is to attract, engage and develop the best staff. As the company is in a period of growth, this objective is also considered to be of key importance not only in relation to the existing workforce, but for new staff that need to be recruited. However, there are a number of factors currently impacting on the operations of the company that have been identified that may impact on the ability of the company to achieve its objective in regard to staffing as follows: Development of leadership capability Strong, competent operational leadership is a critical element in any success the company might achieve in relation to delivering on its overall strategic purpose and achieving its vision. The company has had difficulty in attracting suitable candidates to operational positions from outside sources. In the short to medium term, it is felt that this means that a priority must be given to the growth of leaders from within the workforce of the company. Highly competitive employment market The demand for construction workers means that the employment market is very competitive. This presents a problem for the company in that workers have a greater range of choice of employers. This needs to be addressed in order to attract workers to the company. Gender balance Like many building companies, the company is perceived from the outside as male dominated. This perception causes particular difficulties in attracting large pools of high caliber female applicants. Strategies for the positive portrayal of the organisation in relation to female employment need to be developed. Skilled Labour Shortages Australia is unable to produce enough skilled or professionals who have the ability and knowledge to handle the job. Almost one third of construction related occupations are in shortage, including bricklayers, stonemasons, solid plasterers, roof tillers and wall and floor tillers. Level of education in the workforce The level of education and age of the workforce continues to be a major concern for the Construction Industry. The exodus of skilled employees reaching the end of their working life compared to the lower numbers entering the Industry via the apprenticeship training system is also of major concern. In response to the above, the CEO has tasked you in the role of the Human Resources Manager to develop an organisation development plan to be implemented over the next 12 months to ensure current capability of the company, as well as build future capability. |
Complete the following activities
Develop a first draft of an organisation development plan.
Review the strategic plan and the scenario information to identify the organisation development needs and objectives.
Identify at least two sources of information on Australian Construction industry workforce and identify key trends and challenges for the construction industry workforce. Make notes for use at a meeting with the CEO.
Research best practice change management issues and strategies in preparation for preparing a communication/education plan to inform/consult with existing staff about the organisation development plan and associated activities.
Use the Organisation Development Plan Template to structure your document.
Send an email to your assessor.
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should summarise the contents of the attachment, and request a time and date for a meeting.
Attach your draft organisation development plan to the email.
Your assessor will respond with a date and time for the meeting.
Meet with the CEO (your assessor).
At the meeting, you will discuss your findings and the first draft of your organisation development plan.
At the meeting, the CEO will also share their views on the organisational culture at Boutique Build Australia and readiness to embrace organisational development activities. You will need to take this into account in developing the change management plan.
During the meeting, you are required to demonstrate effective interpersonal and communication skills including:
Finalise the organisation development plan.
Ensure that you incorporate your assessor’s feedback into this draft of the plan. Rename the document to ensure that it is clear that this is your final draft.
Develop a communication and education plan.
Use the Communication and Education Plan Template to structure this document. This plan should incorporate best practice change management techniques to maximise support for the organisation development activities.
Send an email to the CEO (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style. It should summarise the topics discussed at the meeting, and the contents of the attachments. Attach your organisation development plan and your communication and education plan to the email.
DEVELOP ORGANISATION DEVELOPMENT PLAN
1. Organizational development planning Draft
| Development needs. | Challenges and trends in the Australian construction industry | Strategies for communication plan development | Issues related to the change management | Development needs | Responsible resources | Success Criteria | Timeline |
| Development of exclusive leadership capabilities of staffs. | Low level of the skilled workforce can be considered as a major challenge in the Australian construction industry (Engineers Australia, 2017). | Identification of different objectives for this strategic development planning. | Conflicts among stakeholders can be considered as one of the major issues that can be seen in the implementation process of change management planning | In order to achieve the main vision of this organization, it is essential to develop an exclusive leadership skill of the employees. | Effective interaction skill can be considered as one of the most essential resources in this regards which can be achieved by elevating communication skill of staffs. | Quick recognition of key achievement criteria related to the strategic planning of an organization can be considered as one of the major success criteria in this. | This needs to be achieved within 4 months. |
| Elevation of the educational level of employees. | The slow rise in the public sector associated with the construction business of Australia can be considered as one of the major challenges in this regards. | In order to develop an effective growth in Brisbane and Sunshine market, the Boutique Build Australia needs to develop an effective market communication planning by considering interventions of different latest technologies for market communication such as social media-based communication. | Resistance in front of changes can be considered one of the major issues associated with the change management in this case. In this case, this resistance can be occurred due to the limited budget for planning. | In order to develop the educational level of employees in construction field development of an effective training program can be considered as one of the primary needs (Mok, Shen & Yang, 2015). | In order to elevate the educational skill of staffs related to the latest construction techniques, BIM (Building information modeling) can be considered as one of the most essential resources in this case. | For developing the educational skill of employees one of the primary success criteria will be the involvement of an efficient instructor in the training program of Boutique Build Australia. | This needs to be achieved within 6 months. |
| Recruitment of efficient employees. | The sharp decline in the business growth of the construction industry can be considered as one of the major challenges of the Australian construction employment market. | Development of an effective nonverbal communication planning for effective recruitment process development can be considered as an effective strategy which can help to achieve this criterion. | Changes associated with recruitment planning are a tough task since in order to do this organization needs to have prudent HR representative and exclusive advertisement planning. | In order to develop recruitment planning for increasing the number of recruitment of efficient employees, it is essential to develop an effective recruitment procedure by which the skill level of applicants can be judged (Baumgartner & Rauter, 2017). | In order to develop effective recruitment planning different resources such as exclusive advertisement planning and IT related resources such as BIM software will be needed for assessing the technical skill level of applicants. | In order to develop successful planning for recruitment, it is essential to increase the present skill level of HR departments in the field of the construction works by providing HR personnel necessary training in construction field by assigning external trainer or by assigning new HR for developing the skill of old HR managers. | This needs to be achieved within 3 months. |
Table 1: Preliminary draft for organizational planning
(Source: Created by learner)
2. Email to the CEO
To: boutiquebuildceo@email.com
Subject: Request for revising and approval of the draft of organizational development planning.
Respected sir,
As per your requirement, I have prepared a draft planning for developing the market expansion of Boutique Build Australia to Brisbane and Sunshine Coast Area of Australia. I have granted different challenges in this regards and have provided different criteria for achieving success in this regards.
If you kindly check this planning and send me feedback as soon as possible I will be grateful to you and will gently make the changes in this planning according to your comment.
Thanking You
3. Communication planning
In order to develop effective planning for meeting it is essential to develop revises the planning of the meeting key factors which will be discussed in this meeting. According to this meeting minutes need to be fixed and at the beginning of meeting summary of the previous meeting needs to present in front of the meeting committee. After that minutes will be fixed and time will be allocated for each minute according to the importance of different factors. Progress report related to the organizational development planning of Boutique Build Australia will be presented in front of the participants and opinion will be collected in verbal form. Every member will be asked to provide their opinion at one which will maintain an effective ambiance in the meeting room. All opinion will be enlisted in a nonverbal manner and will be presented at last after granting opinion of CEO in this regards. According to the opinion of the CEO, some ideas will be selected and the rest of all will be discarded from the planning.
During the session of meeting nominal criteria for meeting such as no external conversation and peaceful and friendly behavior to other participants will be followed. This will help to elevate the ambiance of the meeting and help each participant to listen to other aspects and opinions which in turn will increase the effectiveness of this meeting session. After the end of the meeting session, feedback will be collected from different participants of this meeting which will help to realize the effectiveness of this meeting session for each participant. For developing future meetings these feedbacks of the participants will be beneficial since these feedbacks will help to realize the area of improvement by which meetings can be made more effective. Finally, the summary will be presented in a written format to all participants which will be progressed development planning report.
4. Finalization of organizational development planning
Based on the feedback of the CEO following necessary amendments have been included in the draft-
| Development needs | Challenges and trends in the Australian construction industry | Strategies for communication plan development | Issues related to the change management | Development needs | Responsible resources | Success Criteria |
| Development of exclusive leadership capabilities of staffs | Low level of the skilled workforce can be considered as a major challenge in the Australian construction industry (Engineers Australia, 2017). | Identification of different objectives for this strategic development planning. | Conflicts among stakeholders can be considered as one of the major issues that can be seen in the implementation process of change management planning | In order to achieve the main vision of this organization, it is essential to develop an exclusive leadership skill of the employees. | Effective interaction skill can be considered as one of the most essential resources in this regards which can be achieved by elevating communication skill of staffs. | Quick recognition of key achievement criteria related to the strategic planning of an organization can be considered as one of the major success criteria in this. |
| Development of effective gender discrimination prevention planning | One of the major challenges which can be seen in the construction industries of Australia is the gender discrimination issue which can be seen in the work environment of construction industries. | For preventing gender discrimination it is essential to develop proper notice which can be considered as a non-verbal communication for employees. This can help to increase the value of the employees which will help to prevent gender discrimination. | Issues related to the rigid believe of staffs due to the rigidity associated with the beliefs in their religion can be considered as one of the major issues in this regards (Mok, Shen & Yang, 2015). | In order to prevent this gender discrimination prevention planning needs to be developed. In this regards, all regulation associated with the Sex Discrimination Act 1984 needs to be followed in this project. | In this major resources will be developed and amended ethical norms of this organization which will act as a barrier and will prevent gender discrimination at the workplace. | This needs to be achieved within 1 month. |
| Elevation of the educational level of employees | The slow rise in the public sector associated with the construction business of Australia can be considered as one of the major challenges in this regards. | In order to develop an effective growth in Brisbane and Sunshine market, the Boutique Build Australia needs to develop an effective market communication planning by considering interventions of different latest technologies for market communication such as social media-based communication. | Resistance in front of changes can be considered one of the major issues associated with the change management in this case (Baumgartner & Rauter, 2017). In this case, this resistance can be occurred due to the limited budget for planning. | In order to develop the educational level of employees in construction field development of an effective training program can be considered as one of the primary needs. | In order to elevate the educational skill of staffs related to the latest construction techniques, BIM (Building information modeling) can be considered as one of the most essential resources in this case. | For developing the educational skill of employees one of the primary success criteria will be the involvement of an efficient instructor in the training program of Boutique Build Australia. |
| Recruitment of efficient employees | The sharp decline in the business growth of the construction industry can be considered as one of the major challenges of the Australian construction employment market. | Development of an effective nonverbal communication planning for effective recruitment process development can be considered as an effective strategy which can help to achieve this criterion. | Changes associated with recruitment planning are a tough task since in order to do this organization needs to have prudent HR representative and exclusive advertisement planning. | In order to develop recruitment planning for increasing the number of recruitment of efficient employees, it is essential to develop an effective recruitment procedure by which the skill level of applicants can be judged. | In order to develop effective recruitment planning different resources such as exclusive advertisement planning and IT related resources such as BIM software will be needed for assessing the technical skill level of applicants (Nwmissouri, 2019). | In order to develop successful planning for recruitment, it is essential to increase the present skill level of HR departments in the field of the construction works by providing HR personnel necessary training in construction field by assigning external trainer or by assigning new HR for developing the skill of old HR managers. |
Table 2: Final Organizational development planning
(Source: Created by learner)
5. Communication and education planning
| Deliverable | Type | Target Audience | Delivery method | Delivery Frequency | Responsible | Best change management practices |
| Awareness of staffs related to the planning of organizational development | Mandatory | All staffs of this organization | With the help of company notice in portal or dashboard(Une, 2019) | Weekly | Project manager and HR | According to the progress report, the training process will be developed for the staffs |
| Increasing educational knowledge of employees | Mandatory | All staffs | With the help of the technical workshop and the training session (Seattleu, 2019). | Monthly | Project manager and the technical trainer | According to the progress of employees, 360-degree feedback will be provided to the employees who will help to elevate the skill level of the employees. |
| An increasing level of communication skill. | Mandatory | Immigrant staffs | With communication training (Nwmissouri, 2019). | Daily Session | Project manager and the HR manager | According to the progress of employees, they will be selected for customer handling. |
Table 3: Communication and education planning
(Source: Created by learner)
6. Final email to CEO
To: boutiquebuildceo@email.com
Subject: Request for revising and approval of the draft of organizational development planning.
Respected sir,
According to your suggestion, we have amended the development planning. In this planning, we have included planning related to gender discrimination prevention and amended our job advertisement strategies. Moreover, we have included the planning related to educational skill development of the staffs of this organization and have amended the planning related to the communication associated with this project.
Hope you will provide us with the green signal for implementation of proposed organizational development planning and will provide a preliminary suggestion for implementation of these planning in the work field. With this believe we will wait for your next command and will be ready for the beginning of the implementation process immediately after getting your humble permission.
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